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When I was coaching youth soccer, I reached a point of frustration that parents and volunteers know all too well…no one was listening. I was raised in a generation where the response was, “Just make ‘em run!”
I agree with the sentiment. In moments like this I think, "You little turds came out here to waste my time so I am going to make you tired!" Yet, I had a brief moment of innovation that has opened up success with youth sports and my professional life. If I would have said, “Line up, we’re going to run!” They would have resisted and complained. I would have been more frustrated and nothing would be gained. Instead, I put them in two lines. I stood in the middle and threw a soccer ball as far as I could. I then said the objective was for the two people at the front of the line to run to the ball. The first athlete to reach the ball is on offense trying to dribble back to the line and score. The second athlete would then be on defense. Once the first pair reached the ball I would chuck another out and we eventually had three or more groups of kids running their butts off. With this simple twist, my frustration level went down. They were running. They were running A LOT. But, they were also having fun. Not only were they enjoying themselves while completing this would be punishment, they were actually working on many of the soccer related skills that they so desperately needed to learn. They were dribbling, a key skill. They were working the ball under pressure, a key skill. They were working on defense, a key skill. A simple tweak and our issue turned into something positive for everyone involved. I’ve found this innovation can be helpful at home, in the workplace, and even in my own personal discipline. For me it’s important to think about the goal I want to achieve and find a creative solution. Often the answer is much simpler than anyone would have expected and the results are far better than I could have hoped for.
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Personal observation. I think people who are decent at what they do and have a growth mentality, want to be challenged professionally. Do you agree? People who are doing good and going somewhere want to know that first, someone is paying attention to their efforts. Owners and managers communicate that they are paying attention to people's efforts by praising them as well as by challenging or disciplining them. Obviously, there should be a balance in each of these. Praise should be specific and geared towards the contributions to the team. If an owner or manager says, “You’re doing a good job,” with no context or perceived sincerity, they might as well have not said anything at all. An example might be, “I appreciate how you stepped in on Project X and helped the team work through the budgeting challenge for the next phase. Your ability to see the bigger picture is valued here and I wanted you to know that I appreciate your creativity.” Specific. Sincere. Encourages teamwork rather than superstardom. Challenges are different than discipline. There can be positive challenges where the owner or manager is creating opportunities for the team member to grow beyond what they think they are capable of. Challenges can also be questions about areas where the team member is showing need for improvement. When an owner or manager addresses these items, and becomes part of the solution with the team member, they lay the foundation for collaboration throughout the term of their employment. Discipline should also be specific. Challenges are a good way of addressing issues before they become something big. Discipline is what happens when something needs to be more formal. Even high producers want to be challenged and want to be disciplined when it’s warranted. If employees are getting away with something they begin to test what else they can get away with. If a high producer does not feel accountable it can be detrimental for their growth as well as their contributions to the team. All this to say, owners and managers need to be engaged in the professional development of all of their employees. Create a habit of checking in and communicating with team members. Create a culture that rewards collaboration and productivity. Create a culture where everyone is looking to positively challenge the mindset and habits of their team members so everyone is achieving their maximum capabilities. As an owner or manager, it is important not to let the small things go. It’s important to address small issues while they are small so they can be more easily corrected. It’s important to learn how to hold a standard for the organization while dealing with team members as individuals. The organization grows when their goals are clear, the culture is consistent, and the team holds each other accountable. Be intentional  If you aren’t in a position to fail, you aren’t in an opportunity to grow. Why not shorten the learning curve by listening to those who have failed or faced failure down. A sage is one who faced failure, learned from it, and is imparting that knowledge to those courageous enough to listen. Those humble enough to learn. All learning, all growth, comes through failure.
I received a kind and thorough review of my latest book, P2T: Preparing 2 Thrive in the Modern Workplace. Review by Geo As a 30-year professional in student and career development in K-12 and higher education, I am rarely motivated to leave a review on a personal development book. The word “Thrive”, in its intentional presence on the cover, caught my attention. In an era of culture wars and political ideology, author Jonathan L. Isaacson, attempts to define thrive through the lens of continuous growth of personal and professional development. He’s taken his own personal journey with poverty and turned it into an asset by utilizing personal stories to advance his narrative about the mindsets and habits needed to advance personally and professionally in today’s changing environment. "P2T: Preparing 2 Thrive in the Modern Workplace" is a comprehensive guide that serves as a playbook for both young professionals entering the workforce and managers who are tasked with leading them. This book, designed as the first in a series of easy readers, is a valuable resource anchor that bridges the gap between academic preparation and the practical skills needed in today's rapidly evolving job market. Isaacson has designed this reader with accessible language, especially for English learners, and 2-3 page-long chapters.This is a win for neurodiverse learners. From the perspective of a high school career counselor, this book is a valuable tool for guiding students towards success in their future careers. It provides a roadmap for students transitioning into the professional world, emphasizing the importance of creating mutually beneficial relationships between employers and employees. As a college career advisor, I appreciate how the book addresses the gap between academic preparation and the practical skills needed in today's job market. It encourages students to view themselves as assets to potential employers, capable of contributing to an organization's success while also growing their careers. For mentors working with students from lower-resourced families, this book is a powerful tool and curriculum model. It provides practical and empowering insights that can help level the playing field for young professionals who may not have had access to the same career preparation opportunities as their peers. From an organizational development consultant's perspective, this book is a must-read for managers and supervisors. It provides practical and insightful guidance on managing and investing in young professionals, filling a gap that is often present in traditional management training and workforce development. From an equity perspective, "P2T: Preparing 2 Thrive in the Modern Workplace" is a playbook for building a successful life that many people are not afforded. It emphasizes the importance of creating win-win situations for both employers and employees, a concept that is vital for fostering a positive and productive work environment. This book is a step towards leveling the playing field, providing valuable insights and practical guidance to those who may not have had access to traditional career preparation resources.  |
AuthorThoughts on personal and professional development. 
Jon Isaacson, The Intentional Restorer, is a contractor, author, and host of The DYOJO Podcast. The goal of The DYOJO is to help growth-minded restoration professionals shorten their DANG learning curve for personal and professional development. You can watch The DYOJO Podcast on YouTube on Thursdays or listen on your favorite podcast platform.
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